We devote attention to the leadership culture and management practices in Fennovoima. We train our management continuously to secure skillful management and uniform ways of action.
Early caring and intervention approach
Fennovoima’s occupational health care is more comprehensive than legal requirements dictate. In order to maintain a good working ability, Fennovoima has adopted an early caring and intervention approach. It means that all sick leave is registered and monitored, and if sick leave occurs frequently, preventive and health-maintaining measures can be addressed in time.
Early caring means also that a supervisor (or another employee) should react and start the discussion already at as early a phase as possible, already before any possible sick leave occurs
We facilitate work–life balance with several methods, such as working hour arrangements, other work arrangements, individual adjustments, and by increasing awareness among management. Thanks to flexible working hours, it is possible for Fennovoima employees to manage their time better and to make arrangements that suit their personal lives.
Fennovoima also promotes physical wellbeing and encourages employees to do sports and to attend different events and happenings. Fennovoima's staff sports club meets actively to try out a variety of sports, and we also participate in sports campaigns together. Fennovoima’s staff cultural club organizes various cultural activities throughout the year.
The level of the work welfare is followed in cooperation with occupational health care, which conducts a Pulse survey two to three times a year to measure the overall workplace wellbeing at Fennovoima. A ParTy® survey implemented by the Finnish Institute of Occupational Health is made biannually.
Both of the surveys are a basis and a tool for management, supervisors and employees to develop further the areas that influence the wellbeing and work results in Fennovoima.
Work and flexibility
Fennovoima applies mostly open-ended employment contracts. Fixed-term contracts are used only for e.g. temporary positions when an employee will take parental or study leave, summer jobs, or to cover short-time project needs. The possibility to have reduced working hours has mostly been used for part-time child-care leave.
The working time instructions at Fennovoima comply with all applicable legislation, such as the Employment Contract Act, Working Hours Act, and all applicable collective agreements of Finnish Energy Industries. The working time instructions are in place to ensure work–life balance in unison with the fulfilment of the work objectives.
Working time at Fennovoima is flexible. Flexible working time allows individual adjustment in the daily working times. Working time is monitored with a time management system, and it is mandatory to use the system. Each employee can and is encouraged to monitor her or his own accumulation of hours.
HR reports employees’ working hours to supervisors monthly, and each supervisor is responsible for following the accumulation of total hours to promote good work-life balance and introduce corrective actions if needed. Fennovoima encourages employees to use accumulated hours to balance the workload. The use of accumulated hours is flexible and can be agreed with the supervisor.
|Absentee rate of the personnel||2.07 % (target <2.5 %)|
|Pulse wellbeing index (scale of 0-6, national average 4.53)||4.76 (1/2016) and 4.63 (11/2016) (target 4.5)|
|Party survey result (scale of 0-20, manufacturing sector average 13.9||14.5 (target 14.0)|
|Occupational health costs||634€/person/year, over market average due to the more extensive occupational health care check at the beginning of the employment and strong organizational growth|
|Full-time and part time employees by gender, by contract type and location||
260 full time employees: 73 women, 187 men